Profilingvalues in Leadership Development: Values as a Compass for Effective Leadership

Leadership is values communication – whether conscious or unconscious. Every decision, every reaction, and every leadership style is driven by inner values. Yet few leaders truly know their own values landscape. This is exactly where Profilingvalues comes in: a scientifically founded assessment that makes the hidden drivers behind behavior visible.

What Is Profilingvalues?

Profilingvalues is a diagnostic instrument based on the formal axiology of Robert S. Hartman. Unlike personality tests like MBTI or DISC, Profilingvalues doesn't measure *how* you behave, but *why* – namely your value orientation and judgment competence.

The assessment captures three dimensions:

• Intrinsic dimension: How you evaluate people, relationships, and empathy.

• Extrinsic dimension: How you assess practical results, structures, and efficiency.

• Systemic dimension: How you deal with principles, rules, and overarching concepts.

The result is a differentiated profile showing how you perceive the world, make decisions, and handle complexity – both in self-perception and world perception.

Why Values Are So Crucial in Leadership

Leaders face decisions daily that cannot be solved with expertise alone: Develop or push employees? Take risks or play it safe? Drive change or maintain stability?

These decisions are significantly influenced by values – often unconsciously. Studies show:

• 67% of employees don't leave the company but their leader (Gallup).

• Leaders with high values clarity are perceived as more authentic and trustworthy.

• Teams under values-oriented leadership show 30% higher engagement and lower turnover.

Those who don't know their values lead blindly. Profilingvalues makes blind leadership unnecessary.

How Profilingvalues Is Used in Leadership Development

1. Status Assessment: Where Do I Stand as a Leader?

The assessment delivers a precise inventory: Where are your strengths in valuation? Where are blind spots? Typical coaching insights:

• 'I realized that I primarily evaluate people by their performance – neglecting the relationship level.'

• 'It became clear why I experience so much stress in ambiguous situations: My systemic dimension is very pronounced, I need structure.'

• 'I now understand why my team perceives me as distant, even though I see myself as empathetic.'

2. Understanding and Deliberately Developing Leadership Style

Profilingvalues shows which leadership style comes naturally to you – and where you should consciously counterbalance. An example:

A leader with a strongly pronounced extrinsic dimension excels at implementing, structuring, and delivering. But they may overlook the emotional needs of their team. Coaching helps recognize this gap and close it deliberately – not through personality change, but through conscious behavioral adjustment.

3. Resolving Team Dynamics and Value Conflicts

When a team doesn't function, it's rarely due to lacking competence. Often, different value systems collide:

• One person values harmony and consensus (high intrinsic valuation).

• Another prioritizes efficiency and results (high extrinsic valuation).

• A third is guided by principles and rules (high systemic valuation).

Profilingvalues makes these differences transparent and enables constructive dialogue instead of hidden conflicts. At PurposeCoach®, we therefore also use Profilingvalues in team coaching settings.

4. Succession Planning and Talent Development

Which emerging talent has the potential for a leadership role? Profilingvalues provides insights that go beyond traditional performance reviews:

• Does the person possess the necessary judgment competence for complex decisions?

• How pronounced is their people orientation?

• Can they handle ambiguity?

This information is invaluable for strategic personnel decisions.

Profilingvalues vs. Other Assessments

Important: Profilingvalues and CliftonStrengths are not mutually exclusive – they complement each other excellently. While CliftonStrengths shows *what* you do best, Profilingvalues shows *why* you act the way you do. At PurposeCoach®, we combine both approaches for holistic development. Learn more about our assessments.

What a Profilingvalues Coaching Includes

At PurposeCoach®, we work with a structured process:

1. Conduct assessment: You complete 18 rankings online – this takes about 20 minutes. There are no right or wrong answers. The mathematical method makes the assessment virtually non-manipulable.

2. Report analysis: You receive a detailed report with over 40 evaluation pages. In the coaching session, we go through the results together and place them in your professional context.

3. Development plan: Based on the results, we create a concrete development plan: What are your value strengths? Where are development areas? What concrete steps will take you further?

4. Integration: Values don't change overnight. That's why we accompany the process over multiple sessions, reflecting on progress and adjusting strategies.

Who Is Profilingvalues Especially Suitable For?

• Leaders who want to understand and consciously shape their impact.

• HR managers seeking well-founded bases for personnel decisions.

• Teams that want to resolve conflicts and improve collaboration.

• People in transition seeking clarity about their true drivers – e.g., during reorientation or burnout prevention.

Conclusion: Values Are Not a Soft Factor

In an increasingly complex work world, values are not a nice accessory – they are the compass. Leaders who know their values lead more clearly, authentically, and effectively. Profilingvalues is the tool that makes this compass visible. Would you like to find out which values shape your leadership? Book a free consultation at PurposeCoach® and discover how Profilingvalues can take your leadership competence to the next level. Learn more about our coaching services or contact us directly via our contact page.